Leadership Inquiry
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Leadership Skills Audit - Appreciative Inquiry AI

Leadership in the 21st Century requires a fresh approach to gaining the engagement & buy-in of the people who make up our organisations. The ‘job-for-life’ cul…

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David Hain's curator insight, December 13, 2014 6:13 AM

@AlexClapson on using Appreciative Inquiry to develop your leadership skills.

Jerry Busone's curator insight, December 13, 2014 8:08 AM

Good reflection piece of developing your plan for leading in the 21st century


Center for AI's curator insight, December 15, 2014 5:13 PM

This slideshare presentation contains a great mini-inquiry into your leadership practices

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Infographic | Developing 21st Century Critical Thinkers | eSkills

Infographic | Developing 21st Century Critical Thinkers | eSkills | Leadership Inquiry | Scoop.it
View or download an 11x17 version of the "Developing 21st Century Critical Thinkers" Infographic by Mentoring Minds.

 

Learn more:

 

http://www.scoop.it/t/21st-century-learning-and-teaching?tag=Critical-Thinking

 


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Sana Sakale's curator insight, November 3, 2014 5:16 AM

Steps towards 21 st Century  Critical Thinking

Professor Jill Jameson's curator insight, November 5, 2014 5:05 AM

Interesting infographic.

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The Eight Archetypes of Leadership - Manfred F. R. Kets de Vries ...

The Eight Archetypes of Leadership - Manfred F. R. Kets de Vries ... | Leadership Inquiry | Scoop.it
Although the ghost of the Great Man still haunts leadership studies, most of us have recognized by now that successful organizations are the product of distributive, collective, and complementary leadership.
Colin Davey's insight:

Nice framework that captures the full portfolio of a modern Leaders toolbox of capabilities.... 

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Managing Complexity: The Battle Between Emergence And Entropy

Managing Complexity: The Battle Between Emergence And Entropy | Leadership Inquiry | Scoop.it

The business news continues to be full of stories of large companies getting into trouble in part because of their complexity. 


So what is a leader to do when faced with a highly complex organisation and a nagging concern that the creeping costs of complexity are starting to outweigh the benefits?


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Olivier Arnould's curator insight, December 1, 2013 3:40 AM

Une approche intéressante des organisations...

luiy's curator insight, January 17, 2014 9:34 AM

1. There is a design process –the allocation of roles and responsibilities through some sort of top-down master plan. We all know how this works.

 

2. There is an emergent process – a bottom-up form of spontaneous interaction between well-intentioned individuals, also known as self-organising. This has become very popular in the field of management, in large part because it draws on insights from the world of nature, such as the seemingly-spontaneous order that is exhibited by migrating geese and ant colonies. Under the right conditions, it seems, individual employees will come together to create effective coordinated action. The role of the leader is therefore to foster “emergent” order among employees without falling into the trap of over-engineering it.

 

3. Finally, there is an entropic process – the gradual trending of an organisational system towards disorder. This is where it gets a bit tricky. The disciples of self-organising often note that companies are “open systems” that exchange resources with the outside world, and this external source of energy is what helps to renew and refresh them. But the reality is that most companies are only semi-open. In fact, many large companies I know are actually pretty closed to outside influences. And if this is the case, the second law of thermodynamics comes into effect, namely that a closed system will gradually move towards a state of maximum disorder (i.e. entropy).

 

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Making experience-driven leader development effective

Making experience-driven leader development effective | Leadership Inquiry | Scoop.it

"To be effective, every executive needs a broad perspective on both the organization and the business context that it operates within.

 

This perspective can only come from having work experiences in different parts of the organization, in different businesses, and, for global companies, in different parts of the world".  So speaks Cynthia McCauley of the Center for Creative Leadership and co-author of Experience-driven Leadership Development - a new book which focuses on how companies can make experience-based learning impactful for their organizations

 

Some forward-thinking companies are becoming far more deliberate and results-oriented in the way they cultivate leaders. These organizations are creating systematic, experience-based programs to help promising executives develop their potential. They’re also identifying clear goals, and they’re measuring executives’ progress against those goals.

 

In this interview with Edward Baker in Strategy+Business, Cynthia explains how to make this experiential learning most effective. 


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Emerging World's curator insight, October 29, 2014 2:32 AM

McAuley's research identifies five types of assignments that are critical for developing people being groomed for senior-level leadership responsibilities.


  1. Exposure to parts of the organization or responsibilities that are unfamiliar. Cross-functional opportunities are critical in gaining that broader experience all top executives need.
  2. Assignments that require them to lead a change initiative—
  3. Situations with higher stakes, where the executive has to make critical decisions under tight deadlines, while the situation provides him or her with higher visibility in the organization.
  4. Assignments that require the executive to work across organizational or geographical boundaries—situations in which executives have to use their influence rather than the authority of their position to get things done.
  5. Assignments that require them to deal with diverse people, from different nationalities and cultures, in terms of ethnicity or gender, or from different professional and occupational backgrounds.


She also emphasizes the importance of experiences that cross organizational boundaries. Organizations must have systems in place to allow temporary assignments, and opportunities for people to take on work that’s not part of their official jobs, in order to keep people from hoarding talent or blocking its development.

Matthew Farmer's curator insight, October 29, 2014 2:55 AM

McAuley's research identifies five types of assignments that are critical for developing people being groomed for senior-level leadership responsibilities.


At least two these have the potential to be addressed through well-structured international service learning experiences.


1. Assignments that require the executive to work across organizational or geographical boundaries—situations in which executives have to use their influence rather than the authority of their position to get things done.

2. Assignments that require them to deal with diverse people, from different nationalities and cultures, in terms of ethnicity or gender, or from different professional and occupational backgrounds.


McCauley also emphasizes the importance of experiences that cross organizational boundaries. Organizations must have systems in place to allow temporary assignments, and opportunities for people to take on work that’s not part of their official jobs, in order to keep people from hoarding talent or blocking its development.

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Design thinking

Design thinking | Leadership Inquiry | Scoop.it
☼ A Design Thinking Process #design #thinking #process (☼ A Design Thinking Process #design #thinking #process via @pinterest http://t.co/WRBK1Ltzxh)...
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How Fear Gets in the Way of Leadership - Huffington Post

How Fear Gets in the Way of Leadership - Huffington Post | Leadership Inquiry | Scoop.it
How Fear Gets in the Way of Leadership
Huffington Post
Sure, there is no shortage of people who hold positions of power and authority, or who are put on a pedestal and proclaimed a leader - by the media, their supporters, or often themselves.
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